Earticle

이 연구는 취업성공패키지 담당자의 체계적인 역량개발을 위한 직무모형을 개발하는데 목적이 있었다. 이를 위해 12명의 현장전문가를 대상으로 직무분석 워크숍을 실시하였고, 직능수준 설정 및 추가적인 능 력단위 도출을 위해 설문조사(634명)를 실시하였다. 연구결과, 취업성공패키지 업무수행에 필요한 대상 자 발굴 및 선정, 취업지원경로 설정, 훈련과정 참여 모니터링 및 관리, 맞춤형 취업알선, 사후관리, 취업 지원 종료⋅중단⋅유예⋅이관 등 6개 능력단위별로 세부과업에 대한 25개 능력단위요소가 되출되었다. 또한 능력단위요소별 84개의 수행준거와 학습내용(지식, 기술, 태도)이 도출되었다. 각 능력단위요소는 중요도와 난이도에 따라 5단계의 직능수준을 설정하였다. 본 연구에서 개발된 직무모형은 국가직무능력 표준에 준하여 개발된 것이며, 추후 추가적인 개발연구를 통해 표준화가 가능할 것이다. 또한, 이를 통해 취업성공패키지 상담사를 대상으로 한 교육과정 개발 등에 활용될 수 있을 것이다.

The purpose of this study was to develop a job model for the systematic development of competency of the counselors in charge of the Employment Success Package program. A job analysis workshop was conducted for 12 field experts, and a survey(634 people) was conducted to set the vocational level and draw additional functional units. As a result of the study, 25 competency unit elements were found in each of the six competency units on the tasks for the Employment Success Package program, including finding and selecting candidates, setting routes for employment support, monitoring and managing participation in training courses, customized job placement, follow-up management, ending, suspending, and transferring employment support. In addition, 84 performance criteria and learning contents(knowledge, skill, attitude) were derived for each element. The skill level of each element was established in five stages depending on the importance and difficulty level. The job model developed in this study are developed in accordance with the National Competeny Standards and can be standardized through further development research in the future, which can be used for developing courses for job success package counselors.

지역의 소득과 일자리 여건 악화를 해소할 수 있는 혁신성장 지표를 찾는 것이 이 연구의 목적이다. 어떤 혁신지표가 지역소득(임금) 혹은 지역고용률(일자리) 증가에 긍정적(+) 외부효과를 주고 있는가를 분석하는 것으로, 이는 실증의 문제이다. 대구경북 지역에는 특허, 인재, 지식서비스산업, 산업다양성, 기업집적, 기 업규모, 생산가능인구, 지역활력, 고급일자리, 재정자립도 관련 혁신지표가 소득증대에 플러스(+) 외부효과 를 미치는 것으로 분석되었다. 일자리 즉 고용률(종속변수)에 긍정적인 외부효과를 미치는 지표는 어메니 티, 지식제조업종사자, 고기술산업, 기업집적, 인구순유입, 지역소득 등과 관련된 혁신지표로 나타났다. 소득 및 일자리 모두에 플러스 외부효과를 미치는 혁신지표는 인구 만명당 특허수, 지식제조업산업 종 사자 비중, 사업체당 종사자수로 분석되었다. 이의 결과는 기업가 정신의 발현과 계획적인 대구경북의 권역 특성과 기업 성장을 반영하는 제조업 분야 지역 혁신 일자리 모형 정립의 필요성을 시사한다. 지 역의 소득 및 일자리 증가를 위한 직접적인 지원 대책보다는 소득 및 일자리 증가에 영향을 주는 혁신 지표를 발굴하고, 혁신지표의 긍정적 외부효과를 이끌어낼 수 있는 정책마련이 시급하다.

이 연구는 연구실안전관리사 국가자격종목 개발을 위해 데이컴(DACUM: Developing A Curriculum) 기 법을 활용하여 연구실안전관리사의 직무를 분석하는데 목적이 있다. 이를 위해 데이컴 분석가(facilitator) 1명, 산업계 현업 내용전문가로 이루어진 데이컴 패널(panel) 11명, 데이컴 실무자(recorder) 1명으로 데 이컴 위원회를 구성하여 직무분석을 실시하여 연구실안전관리사의 직무정의, 직무모형, 직업명세서, 직무명 세서, 작업명세서 등을 도출하고, 응시자격, 검정기준, 시험과목, 검정방법 등의 구성 내용을 추출하였다. 주 요 연구결과는 다음과 같다. 첫째, 직무모형에 분석된 연구실안전관리사의 책무는 연구실 안전관리규정 제·개정, 연구실 안전관리 계획 및 시스템 구축, 연구실 안전교육, 연구실 안전점검 및 정밀안전진단, 연구 실 안전관리, 연구실 안전환경개선, 사전유해인자위험분석, 연구실 보건·환경관리, 사고관리, 안전관리 우 수연구실 인증으로 구성되어 있다. 책무 특성 및 내용을 고려하여 하나의 책무(duty)당 4~11개의 작업 (task)이 도출되어 총 10개 책무, 68개 작업을 직무모형으로 제시하였다. 둘째, 연구실안전관리사의 1차 필기시험은 연구실 안전관리 일반Ⅰ, 연구실 안전관리 일반Ⅱ, 연구실 안전기술Ⅰ, 연구실 안전기술Ⅱ, 연구 실 안전환경 관리 등 5과목으로 설정하였고, 2차 면접시험은 연구실 안전관리 실무 등에 관한 사항을 종합 적으로 평가하는 내용으로 구성하였다. 셋째, 연구실안전관리사 자격의 응시자격은 연구실 안전관리 직무의 수행직무 범위 및 전문성 수준을 고려하여 제시하였다.

The purpose of this study is to analyze the duties of the laboratory safety officer using the DACUM (Developing A Curriculum) method in order to develop national qualification items. To this end, a committee was formed composed of 1 facilitator, 11 panelists (industry panel experts), and 1 DACUM officer (recorder) to carry out job analysis and produced job definition, job model, job description, occupation description, job description, work description etc., and extracted configuration contents such as examination qualification, examination standard, examination subject, and test method. The main results of study are as follows. First, the responsibilities of the laboratory safety officer analyzed in the job model are as follows: establishment and revision of the safety management regulations of the laboratory, (2) safety management plan and system construction of the laboratory, safety education for safety inspection and precise safety analysis of laboratory, improvement of safety environment of laboratory, analysis of hazardous factors in advance, laboratory health and environmental management, accident management, and certification of laboratory of good safety management. Based on the characteristics and contents of the responsibilities, 4～11 tasks were deduced per duty, and 10 duties and 68 tasks were presented as job models. Second, the first written test of the laboratory safety officer was set up in five subjects including laboratory safety management general I, laboratory safety management general II, laboratory safety environment management while interview was set up to evaluate laboratory safety environment management practices comprehensively. Third, the eligibility of the qualification of the laboratory safety supervisor has been suggested in consideration of the level of expertise and scope of the job performed in the laboratory safety management job.

The population of hair loss in Korea was about 10 million, according to the recent data released by the Health Insurance & Assessment Service. It is estimated that 1 person of 5 people will be a alopecia patient. The number of alopecia patients in their 20s∼30s is increasing every year(WOW TV news, Don't make light of alopecia areata. 2013). There is a growing social interest in and recognition of scalp hair treatment as the increase in scalp hair-related centers and clinics, which is being raised as the needs for nurturing scalp hair specialists and scalp hair-related subjects are being offered in beauty-related colleges at the same time. This study is intended to analyze job models of scalp hair specialists based on the system of the curriculum and educational contents standardized by job analysis on scalp hair treatment. The DACUM method was used to select 10 scalp hair specialists who have 5 or more years of experience in the scalp hair-related field. To figure out the level of educational needs, a DACUM research chart was completed, and a survey was carried out to 25 scalp hair specialists. The results of this study were as follows. Scalp hair specialists' job was 22 duties and 166 tasks, and it was divided into the knowledge, skill and competence fields to identify worker-centered job models. While the level of educational needs based on the identified job models showed a high importance, difficulty and frequency in the skill field, it was low in the knowledge and competence fields. The educational state of scalp hair-related curriculum showed that it was necessary to establish the systematic curriculum. Main textbooks in the class syllabus related to it were of great importance in the skill field, which the balanced teaching-learning should be conducted in the knowledge and competence fields. Consequently, this study attempts to furnish basic data to lay the foundations of an independent study distinguishing scalp hair-related curriculum from other fields in beauty-related departments by analyzing scalp hair specialists' job.

Purpose: Job satisfaction among blood center nurses is suboptimal due to challenging working conditions, characterized by unexpected tasks resulting from sudden schedule changes and frequent weekend shifts. This study aimed to quantitatively examine the relationships among job stress, psychological capital, personejob fit, job crafting, and job satisfaction, based on the job crafting model. Additionally, qualitative data were collected through mixed methods to gain a better understanding of the experiences related to job satisfaction among blood center nurses. Methods: A convergent mixed methods research design was employed to simultaneously collect quantitative and qualitative data and to integrate the findings from both analyses. A total of 127 full-time nurses who had completed at least a three-month probationary period at blood centers participated in the study. Participants were recruited from three blood centers operated by the Korean Red Cross in three metropolitan cities. The survey included open-ended qualitative questions and five quantitative measures covering job satisfaction, job stress, psychological capital, personejob fit, and job crafting. The data collection occurred from September to October 2022. Results: Regression analysis identified key factors influencing job satisfaction as personejob fit, job stress, psychological capital, and marital status, explaining 80% of the variance. Qualitative analysis of the open-ended responses showed five main themes: “deriving fulfillment from work,” “challenges encountered at work,” “driving forces behind positive outcomes,” “congruence between individual’s traits and job requirements,” and “efforts to perform meaningful work.” Conclusions: The findings suggest the need for developing an employee assistance program and educational initiatives aimed at enhancing job satisfaction among blood center nurses. These should focus on improving personejob fit, managing stress, aiding with emotional labor, and bolstering psychological capital.

Purpose: This study aimed to create a Vietnamese version of both the Maslach Burnout Inventory- General Survey (MBI-GS) and Areas of Worklife Scale (AWS) to assess the burnout state of Vietnamese clinical nurses and to develop a causal model of burnout of clinical nurses. Methods: We conducted a descriptive design using a cross-sectional survey. The questionnaire was hand divided directly by nursing departments to 500 clinical nurses in three hospitals. Vietnamese MBI-GS and AWS were then examined for reliability and validity. We used the revised exhaustion þ1 burnout classification to access burnout state.We performed path analysis to develop a Vietnamese causal model based on the original model by Leiter and Maslach's theory. Results: We found that both scales were reliable and valid for assessing burnout. Among nurse participants, the percentage of severe burnout was 0.7% and burnout was 15.8%, and 17.2% of nurses were exhausted. The best predictor of burnout was “on-duty work schedule” that clinical nurses have to work for 24 hours. In the causal model, we also found similarity and difference pathways in comparison with the original model. Conclusion: Vietnamese MBI-GS and AWS were applicable to research on occupational stress. Nearly one-fifth of Vietnamese clinical nurses were working in burnout state. The causal model suggested a range of factors resulting in burnout, and it is necessary to consider the specific solution to prevent burnout problem.

Purpose: The aim of this study is to identify the factors associated with work engagement among home-visit care workers in South Korea, the Job Demands?Resources (JD-R) model was used as a guiding theoretical framework. Methods: This descriptive correlational study used secondary data from the 2020 Survey on the Service Environment of Home Care Workers by the Korea Institute for Health and Social Affairs. Participants were 509 certified home-visit care workers from Seoul and Chungcheong, each caring for one recipient. Measures included emotional labor, self-rated health, relationship quality with care recipients, and work engagement. Data were analyzed using hierarchical multiple regression. Results: Work engagement was negatively associated with emotional labor and positively associated with self-rated health, relationship quality with care recipient, and satisfaction with the care environment. Emotional labor remained a significant negative relationship, while self-rated health and relationship quality with care recipients emerged as key positive relationships. The final model explained 17.0% of the variance. Conclusions: These findings support the applicability of the JD-R model in understanding work engagement among home-visit care workers. Although job demands such as emotional labor may hinder engagement, individual and relational resources play protective and motivating roles. The diminished influence of physical and environmental factors in the presence of strong personal resources highlights the importance of a balanced approach that strengthens the emotional, physical, and relational capacities to support sustainable engagement.

Purpose: This study aimed to identify the influencing factors for work engagement of COVID-19 response workers in public health centers based on the JD-R model. Methods: The participants were 119 civil servants and professionals of 20 public health centers with at least 6 months of work experience and have experience of COVID-19 response tasks in cities, districts and counties. The collected data were analyzed by descriptive statistics, t-test, ANOVA, Pearson’s correlation coefficient and multiple regression using IBM SPSS 27.0. Results: The factors influencing work engagement were age, career development opportunity, and person-job fit. The explanatory power of these variables was 61%.Conclusion: In order to enhance the work engagement of public health center workers in responding to future infectious disease outbreaks, it is necessary to develop various strategies such as assigning job roles that aligned with individual characteristics, providing career growth opportunities even during infectious disease outbreaks, and designing tasks by taking into account age.

For national industrial development in the Fourth Industrial Revolution, it is necessary to provide researchers with appropriate job information. This can be achieved by interconnecting the National Science and Technology Standard Classification System used for management of research activity with the Korean Employment Classification of Occupations used for job information management. In the present study, an automatic linkage model of classification systems is introduced based on a pre-trained language model for interconnecting science and technology information with job information. We propose for the first time an automatic model for linkage of classification systems. Our model effectively maps similar classes between the National Science & Technology Standard Classification System and Korean Employment Classification of Occupations. Moreover, the model increases interconnection performance by considering hierarchical features of classification systems. Experimental results show that precision and recall of the proposed model are about 0.82 and 0.84, respectively.

High unemployment rates repeatedly cause recurring social problems such as fewer employment opportunities and employment insecurity. Following this trend, various programs related to employment have been provided through various government and institutions. However, they have established overlapping policies and programs and there is no one stop gateway to find effective and efficient way to find relevant information. For this purpose, this study aims to provide employment and job search subject gateway development. The study has carried out case studies, literature reviews, and user survey. Based on this study, it suggested a linked metadata model to organize and link scattered information together, and a digital gateway operating diverse information services. It is expected to provide a basis to develop comprehensive information service model for employment.

How to create high levels of employee engagement and how to avoid burnout in the workplace is main issue in human resource management. According to Job Demands-Resources (JD-R) model, this study aims to investigate when self-efficacy plays as a mitigator on the impact of job demand on burnout, and explains why job resources are translated into work engagement. A sample of 237 Mongolian employees is used to test hypotheses. Results show that self-efficacy does offset the relationship between job demands and burnout. Meanwhile, self-efficacy plays as a mediator on the impact of job resources on work engagement. The implications of these findings for the context of JD-R model are discussed.

본 논문은 AMO 이론을 기반으로 한 실증적 분석 방법을 통하여 리더십 행동과 직원의 성과에 대하여 분석하였 다. 본 연구에서는 변혁적 리더십과 부하 직원의 직무 성과의 관계를 분석하기 위해 리더의 능력(A), 직무동기(M) 및 기회(O)를 요인으로 선택하였고, 개인 차원에서는 자기효율성(O)과 내재적 동기(M)를 조직 차원에서는 팀 분위기(O) 를 선택하여 연구 모형을 구축하였다. 설문조사를 통해 507건의 유효 데이터를 확보하였고 SPSS23을 이용하여 통계 적 분석을 실시하였다. 연구 결과 변혁형 리더가 종업원의 성과에 현저한 영향을 미치는 것으로 나타났다. 본 연구는 종업원의 업무수행에 대한 리더의 행동을 이해할 수 있는 실증적 이론의 연구결과를 제공하고, 기업의 인적자원관리에 도 시사점을 제시 하고 있다.

This paper analyzed leadership behavior and employee performance through empirical analysis method based on AMO theory. In this study, the ability of the leader (A), task motivation (M), and opportunity (O) were chosen as factors to analyze the relationship between transformative leadership and job performance of the subordinate staff, and the self-efficiency (O) and intrinsic motivation (M) were selected at the individual level and team atmosphere (O) at the organizational level to build a research model. 507 valid data were obtained from the survey and statistical analysis was conducted using SPSS23. Studies have shown that transformative leaders have a significant impact on employee performance. This study provides research results of empirical theory to understand the behavior of the leader in the performance of the employees and also suggests implications for the management of the company's human resources.

본 연구는 직무요구–자원(JD–R) 모형을 기반으로 지방정부 재난안전관리 공무원의 직무요구와 직무자원이 직무소진과 직무몰입에 미치는 영향을 분석하고, 직무요구와 직무소진 간의 관계에서 직무자원의 조절효과를 검증하였다. 전국 지방정부 재난안전관리 부서에 근무하는 공무원 357명을 대상으로 설문조사를 실시하였으며, 다중회귀분석과 위계적 회귀분석을 통해 자료를 분석하였다. 분석 결과, 재난안전관리 공무원은 비교적 높은 수준의 직무요구를 인식하고 있었으며, 직무요구는 직무소진을 유의하게 증가시키는 것으로 나타났다. 반면 직무자원은 직무소진을 감소시키고 직무몰입을 증진시키는 것으로 확인되었다. 특히, 제도·성장 자원은 직무소진과 직무몰입에 대해 직접 효과를 보였으며, 사회적 자원은 직무요구와 직무소진 간의 관계를 부분적으로 완화하는 완충 기능을 수행하였다. 이러한 결과는 재난안전관리 직무에서 업무 부담 완화를 위한 제도적 개선과 함께, 경력 성장 지원 및 관계적 지지 체계의 강화가 직무소진 완화와 직무몰입 제고에 핵심적임을 시사한다. 본 연구는 위기관리 직무 맥락에서 JD–R 모형의 설명력을 확장하였다는 점에서 이론적 의의를 지닌다.

This study applied the Job Demands–Resources (JD–R) model to local government disaster safety officials to examine the effects of job demands and job resources on job burnout and work engagement, including the buffering role of job resources. A survey of 357 officials nationwide was analyzed using multiple and hierarchical regression analyses. Results showed that job demands significantly increased burnout, whereas job resources reduced burnout and enhanced engagement, supporting the core structure of the JD–R model. Additional analyses indicated that institutional–growth resources had the strongest effects on both outcomes. The buffering effect was partially supported only for social resources, while institutional–growth resources showed no significant moderating effect. These findings suggest that job resources operate differently by type and underscore the importance of reducing workload, institutionalizing career development and fair reward systems, and strengthening social support mechanisms.

본 연구는 K대학교 디자인대학 실내디자인전공의 교육이 산업계의 요구에 부합하는 전문인을 양성하도록 교육과정의 개발절차 및 그 결과를 제시하는 것을 목적으로 했다. 연구의 방법으로는 먼저 내 외부 환경분석을 거쳐 문제점과 발전방향을 수립하였다. 이어서 실내디자인분야 직무모형을 구축하고 직무에 따라 교과목을 도출하여 4년제 교육과정에 따라 교과목을 편성하였다. 실내디자인 직무에 따라 수립한 인재상은 '실내디자인분야 경영 및 마케팅 전문가', '실내디자인분야 공간기획 전문가' 그리고 '실내디자인분야 시공관리 전문가'이다. 세부 직무모형에 따라 40개 교과목을 도출하였다. 1학년은 학부 공통교과목, 2학년은 전공기초, 3학년은 전공심화, 4학년은 전공응용으로 전체 교육과정을 편성하였다. 본 연구에서 실내디자인분야의 산업체 조직구성현황 및 직무표준의 모형을 기준으로 교과목을 개발하는 과정 자체를 제안하고 구체적 결과를 제시한다는 점에서 연구의 실용적 의의를 찾고자 한다.

This study aims to suggest a development process for the interior design major course at K University's school of design to educate specialists who can answer the needs of the industrial field. The study procedure first analyzed the internal and external environment to establish queries and development direction. A job model for the interior design industry was constructed while course modules were deducted based on job characteristics and was used to form a curriculum based on a 4 year course. Required personnel includes 'Interior Design Business and Marketing Specialists', 'Interior Design Space Planning Specialists' and 'Interior Design Construction Management Specialists'. 40 modules were drawn following the detailed job model structure. 1st year students are to follow a common curriculum, 2nd years the major foundation, 3rd years major intensive, and the 4th years major application. The practical importance of the research is to suggest a development process of major modules based on the standard job model and the organization structure of the interior design industry.

Purpose: This study aimed to develop and test a structural model for burnout and work engagement of nurses in long-term care hospitals. The hypothetical model was constructed on the basis of the expanded Job Demand -Job Resources Model by Xanthopoulou, Baker, Demerouti, and Schaufeli and previous studies related to nurses’ burnout and work engagement . Methods: The study participants included 232 nurses working in seven long-term care hospitals with over 100 bed located in Jeollanamdo and Jeollabukdo. Data were collected from February 6 to February 16, 2020. Data were analyzed using descriptive statistics, Pearson’s correlation, and structural equation modeling by SPSS 21.0 and AMOS 21.0 programs. Results: The final model showed a good fit to the empirical data: The factors that influenced burnout of nurses in long-term care hospitals were resilience(β=-.37), emotional demands(β=.29), work overload(β=.24), organization-based self-esteem(β=-.19), and social support(β=-.18) explaining 60.5% of the variance. The factors that influenced work engagement for nurses in long-term care hospitals were resilience(β=.44), burnout(β=-.32), and career-growth opportunity(β=.18) explaining 66.4% of the variance. Conclusion: The model constructed in this study is recommended as a model to explain and predict the burnout and work engagement of nurses in long-term care hospitals. The results suggest that strategies for decreasing the burnout of nurses in long-term care hospitals should focus on resilience, emotional demands, work overload, organization-based self-esteem, and social support. In addition, strategies for increasing nurses’ work engagement should focus on resilience, burnout, career-growth opportunity, and social support.

Purpose: The goal of this study was to construct a structural equation model of job engagement in pediatric nurses based on Tims and Bakker's job crafting model. Methods: In total, 203 pediatric nurses participated in this study, which was conducted to analyze the relationships among the concepts of job demands, job resources, person-job fit, job crafting and job engagement. Data were collected from July 24 to August 30, 2017, and analyzed using SPSS 20.0 and AMOS 21.0. Results: The hypothetical model appeared to fit the data. Six of the nine hypotheses selected for the hypothetical model were statistically significant. The job engagement model showed significant direct effects for job crafting, person-job fit and job resources, which collectively explained 61.5% of the variation in pediatric nurses' job engagement. Conclusion: Based on the findings of this study, a strategy will be needed to improve job resources and person-job fit in order to promote job engagement among pediatric nurses. Job crafting was affected by the factors of job resources and person-job fit, which should be addressed in job crafting promotion programs.

Purpose: The study examined core job characteristics and job preference to explain work performance among critical care nurses. The theoretical model was constructed based on the job characteristics model with core job characteristics as exogenous variables, and work performance and job preference as endogenous variables. Methods: A total of 228 hospital nurses participated in the study from May to September, 2015. Data were collected through structured questionnaires and analyzed using structural equation modeling. Results: The model showed a good fit to the data with $x^2/df=2.90$, goodness of fit index = .91, root mean square residual = .20, comparative fit index = .93, and incremental fit index = .93. The core job characteristics explained 64% of the variance in job preference. The core job characteristics and job preference explained 52% of the variance in work performance. Conclusions: The core job characteristics can explain the work performance among critical care nurses through job preference. Effective strategies to improve the work performance among critical care nurses should focus on the application of the core job characteristic into a productive work environment. Further studies are warranted to explore the role of job preference of critical care nurses in promoting their work performance.

본 연구는 일과 가정생활을 양립하고 있는 직장인들의 가족 내 관계적 특성과 일에 대한 개 인적 가치를 함께 고려하여 일-가정 갈등의 보호요인이 될 수 있는 심리적 자원을 탐색하고 자 했다. 이를 위해 13세 미만의 자녀를 둔 전일제 직장인 220명(남 113명, 여 107명)을 대상 으로 부부 친밀감과 일-가정 갈등, 직무 만족도와 직업역할 중요도를 측정한 후, MPlus 8.0을 사용한 구조방정식 모델을 이용하여 조절된 매개효과를 분석하였다. 연구 결과, 부부 친밀감 이 높을수록 직무 만족도는 증가하고, 일 → 가정 갈등(work interference with family: WIF)은 감소하였는데, 직무 만족도는 부부 친밀감과 WIF의 관계를 완전 매개하는 것이 확인되었다. 또한, 직업역할을 중요하게 생각할수록 부부 친밀감과 직무 만족도의 정적 관계가 강화되는 경향이 있었다. 즉, 직업인으로서의 성장과 직업적 성취를 중요하게 생각할수록 부부 친밀감 을 자원으로 활용하여 직무 만족도의 향상을 견인한다는 것이 확인되었다. 나아가 이러한 심리적 자원의 활용은 WIF를 더 크게 완화하는 것으로 나타났다. 유자녀 직장인의 부부 친 밀감과 일-가정 갈등의 관계에서 직무 만족도와 직업역할 중요도의 조절된 매개모형에 대한 검증 결과를 바탕으로 본 연구의 시사점과 추후 연구를 위한 제언을 논의하였다.

This study aims to investigate the psychological resources that could serve as protective factors against work-family conflict, considering both family-related dynamics and work-related values. To this end, we assessed marital intimacy, work-family conflict, job satisfaction, and work-role salience in a sample of 220 full-time working parents (113 males and 107 females), all of them had at least one child under the age of 13. We analyzed the moderated mediation model by structural equation model using MPlus 8.0. The results demonstrated that higher levels of marital intimacy were associated with increased job satisfaction and reduced work-family conflict. Job satisfaction fully mediated the relationship between marital intimacy and work interference with family (WIF). More importantly, as the significance of one’s work-role increased, the positive relationship between marital intimacy and job satisfaction was strengthened, thereby reducing WIF. Our findings suggest that when individuals place a high value on their work-role, marital intimacy could function as psychological resource to enhance job satisfaction and mitigate work-family conflict. Based on these findings, we discussed the implications of the study and provided recommendations for future research.

본 연구의 목적은 Russell(1980)의 정서원형모형을 기반으로 도전적 요구와 방해적 요구가 일 관련 주관적 안녕감모형에 끼치는 영향력을 살펴보는 것이며, 이를 조절하는 향상우세초점 및 상사-구성원 교환관계(LMX)의 역할을 검증하는 것이다. 국내 직장인 361명을 대상으로 설문을 시행하였으며, 연구의 결과는 다음과 같다. 우선 도전적 요구는 일 관련 주관적 안녕감모형의 긍정요인인 직무열의와 직무만족에 정적 영향력을 끼쳤으며, 방해적 요구는 부적 영향력을 끼쳤다. 이러한 영향력을 비교했을 때 도전적 요구가 직무열의에 미치는 영향력은 직무만족에 미치는 영향력보다 컸으며, 두 직무요구 모두 일 관련 주관적 안녕감모형의 부정요인인 일중독과 직무탈진에 정적 영향력을 끼쳤다. 이때 도전적 요구는 일중독에, 방해적 요구는 직무탈진에 미치는 효과가 상대적으로 크게 나타났다. 구성원의 동기 요인인 향상우세초점은 도전적 요구가 직무열의와 직무만족에 미치는 영향력을 모두 강화시키는 역할을 하였다. 또한, LMX는 방해적 요구가 일중독에 미치는 영향력을 완화시키는 역할을 하였으나, 방해적 요구가 직무탈진에 미치는 영향에서의 조절효과는 유의미하지 않았다. 마지막으로 본 연구의 학문적 의의 및 실무적 시사점, 제한점에 대해 논의하였다.

The purpose of this study is to verify the effect of challenge and hindrance job demands on two-dimensional view of work-related subjective well-being and the role of employee’s dominant promotion-focus and LMX based on Russell's circumplex model(1980). A sample of 361 employees were participated voluntarily in this study and data were analyzed. The results and implications of this study are as follows. First, challenge stressor had a positive effect on the positive factors of work-related subjective well-being, while hindrance stressor had a negative effect. The effect of challenge stressor on work engagement was relatively large than the effect on job satisfaction. Second, both challenge and hindrance stressor had a positive effect on the negative factors of work-related subjective well-being. In comparison of the effect size considering activation level, the effect of challenge stressor on workaholic and hindrance stressor on burnout was relatively large compare to each other. Third, employee’s dominant promotion-focus showed the role of enhancing effect of challenge demands on the positive factors of work-related subjective well-being. The LMX has been shown to mitigate the effects of hindrance stressor on workaholic. Finally, theoretical and practical implications of these findings, along with this study limitations and future research directions were discussed.

목적: 본 연구는 직무요구-자원 모델에 기반 하여 중환자실 간호사의 소진 구조모형을 구축하고 검증하는 데 목적이 있다. 방법: 직무스트레스, 공감능력, 극복력, 직무만족, 공감 피로 및 소진간의 관계를 분석하기 위해 중환자실 간호사 414명의 설문자료를 사용하였다. 중환자실 간호사의 소진에 영향을 주는 변인들의 직, 간접 효과 분석을 위해 SPSS WIN 22.0과 AMOS 22.0 프로그램이 사용되었다. 결과: 최종적으로 수정된 가설적 모형의 적합도는 χ2=216.59, χ2/df=3.38, GFI=.93, AGFI=.89, NFI=.90, CFI=.93, RMSEA=.07, SRMR=.06으로 나타나 최적 모델 기준에 충족하였다. 직무만족과 공감피로는 다른 세 외생변수와 소진간의 매개효과를 갖는 것으로 나타났다. 결론: 본 연구 결과를 통해 직무만족을 향상시키고 공감피로를 줄이기 위해 지지 프로그램 개발과 행정 차원의 개선이 요구된다.

Purpose: The purpose of this study was to construct and test a structural equationmodel of burnout of the critical care nurses based on the job demand-resource model. Methods: A structured questionnaire was completed by 414 critical care nurses. The relationships between concepts of job stress, empathic ability, resilience, job satisfaction, compassion fatigue and burnout were analyzed. Using SPSSWIN 22.0 and AMOS 22.0 programs, the direct and indirect effects of factors affecting burnout among critical care nurses were calculated and modelled. Results: The modified model was yielded as follows: Chi-square= 216.59, GFI= .93, AGFI= .89, NFI= .90, CFI= .93, RMSEA= .07, SRMR= .06 and showed good fit indices. Job satisfaction and compassion fatigue had mediation effects between other three exogenous variables and burnout. Conclusion: The major findings of this study indicate that it is important to develop a support program for critical care nurse in order to improve their job satisfaction and ameliorate their compassion fatigue.